I am really excited that we are posting for another Web Accessibility Engineer position at CivicActions. We are building out a great team of accessibility experts, and finding ways to build our impact leveraging Open Source and Drupal.
We are looking for senior, US residents who are interested in helping make our clients more inclusive.
She’s being asked to take on new responsibilities at her job and wants to be properly compensated. They’re asking her to do Microsoft Access work. Her role isn’t technical and has nothing to do with it. (She’s also a Black woman who doesn’t want to get walked over because of it.)
Does anyone have any advice or info about what compensation looks like for that kind of work? Thanks in advance!
Fear of being fired may indicate a toxic environment. Here’s an example.
Retail operations were stopped by a brief network misconfiguration about a week after I was hired. As the Director of Infrastructure, I called in my Senior Network Engineer and asked him what happened. The outage was caused by a person – that he wouldn’t name.
I asked, “Why on earth won’t you tell me who did it?”
He replied, “It was an innocent mistake. They didn’t know it would have that effect, and I don’t want them to get fired for it.”
Wow. This guy didn’t know me, but I now knew something about the culture I had inherited from my predecessor.
I said, “I have no intention of firing this person. I want to make sure they’re educated about what happened, and understand good procedure for next time so we can avoid a duplication. By talking with this person, I can also find out if this is a broader issue that other people need to learn about. And this gives them an opportunity to help me understand what training they might need to help them grow in their job.”
Mistakes will be made. Operations will be affected. But you don’t fire good people for honest mistakes.
Willful negligence? Bye. But not for honest mistakes.
When people make honest mistakes, the manager is more likely to be the point of failure, for not providing adequate training.
THE LESSON
If you’re in an environment where you’re afraid you might get fired for doing your best…
If you’re given responsibilities without adequate training, and you’ll be blamed for failure…
That place is toxic.
It won’t get better with time, unless new leadership is brought in.
To achieve contentment, you need to move on.
Hey all, I want to know how you all deal with management and pushing tech debt work. Here's a little bit of background on my current situation, and I'd love to hear how you'd deal with it....
"Return-to-office mandates at some of the most powerful #tech companies — #Apple, #Microsoft and #SpaceX — were followed by a spike in departures among the most senior, tough-to-replace talent...
Layoffs are hitting workers at some tech giants like Google, Microsoft and Tesla. Here’s why that may backfire, explains Business Insider’s Tim Paradis. "In short, the effects of layoffs can counter the financial benefits of expenses carved out of a P&L." https://flip.it/KibAk7 #Tech#Career#LayOffs#Google#Microsoft#Tesla
Just talked to a woman who wants a referral to an open role at my company. I’m going to help her out. I also promoted her to look again at roles to see if anything else is a match. I reminded her that women often only apply to roles if they are a 90-100% match for the list requirements but men will apply if they match like 50% of the requirements. Be bolder, I said. Don’t limit yourself. #career#GetFediHired
For more than eight decades, the rhythm of a 40-hour workweek has been a (mostly) common experience for workers of all stripes across America. But Sen. Bernie Sanders this week introduced a bill that would shorten the workweek to 32 hours — with the same pay and benefits. Would the reduction in hours threaten small businesses or be a boon to workers? If you're outside the U.S., what is the workweek like where you live? Read about the bill in this report from AP and share your thoughts in the comments: https://flip.it/7eMhc3# #Culture#Work#Workers#Career#WorkLifeBalance
"Our plan is to grow the Ubuntu Desktop team by at least another 50% over the next year and we are opening a range of positions across all levels of seniority in the coming weeks. At Canonical we think the future is bright for the Linux desktop and if you have the passion and skills to be at the cutting edge of performance, security, immutability and accessibility then we want to hear from you."
How do you deal with management and tech debt?
Hey all, I want to know how you all deal with management and pushing tech debt work. Here's a little bit of background on my current situation, and I'd love to hear how you'd deal with it....